Campaign position · Updated October 4, 2026
Teacher recruitment and retention
I believe competitive compensation matters, but so do working conditions, discipline support, manageable systems, and professional respect.
Current Katy ISD snapshot
The issue
Katy ISD must recruit excellent educators and keep experienced people in classrooms.
Why it matters in Katy ISD
Turnover disrupts student relationships, increases recruiting and substitute costs, and puts more pressure on the teachers who remain.
What the Board controls
The Board adopts compensation plans and budgets, sets policy, reviews workforce trends, and holds the superintendent accountable for implementation.
What’s already happening
Katy ISD approved compensation increases for the 2026-2027 school year, including a locally funded 1 percent midpoint increase for teachers and other employees, two separate 1 percent lump-sum payments, and a starting teacher salary of $66,550. Those actions establish the current baseline. I believe the Board should continue comparing Katy ISD compensation and working conditions with competing districts and evaluate whether recurring pay, workload, discipline support, staffing, and administrative systems are strong enough to retain experienced educators.
My approach
I would protect classroom priorities, listen directly to educators throughout the year, and evaluate the full work environment, not compensation alone.
What I would ask and measure
- Vacancy and turnover trends by campus and role
- Substitute usage and unfilled positions
- Compensation compared with peer districts
- Teacher feedback on workload, discipline, and support